The interview is the most critical step in the hiring process. The more you can learn about a candidate in the interview, the easier it is for the recruiter and the hiring manager to determine if the person will be successful in the role. Critical elements like personality, aptitude and skill sets need to be deeply evaluated to ensure the person will be able to integrate into the team and leverage their talents effectively. How do we get this critical information? By asking questions that reveal the candidate’s true nature.
Working a full-desk recruiting job is not easy. You have to not only recruit the best talent, you also have to find and establish relationships with employers so they’ll let you fill their open positions. This can be a bit overwhelming. Not only do you have to “sell” employers on the idea of letting you recruit for them, but you also have to “sell” candidates on the idea of letting you represent them. The key to success is having a plan. The problem is, most full-desk recruiters aren’t given a plan to work with! It’s up to them to figure out how to find clients and candidates.
Don’t be a ‘spray & pray’ recruiter!A common mistake rookie full-desk recruiters make is to approach the process with a “spray & pray” mentality. They start calling every company, trying to find any open requirement they can fill. This is working harder, not smarter. Instead, you need to learn how to connect your company search to the skill sets you are most capable of recruiting. In this video, Ed and J.T. walk you through the steps you need to take to choose the right target group of employers so that you can be more strategic in the kind of talent pipeline you build. Learning to leverage your own strengths and market conditions is how you will be able to build up your business.
Which comes first… the chicken or the egg?Full-desk recruiters often wonder if they should build up their talent pipeline before finding clients, or vice versa. The answer is: both. Ed and J.T. explain why you should divide your time to make sure you can find and fill open positions quickly. How is this accomplished? By avoiding the ‘spray & pray’ method mentioned above and choosing to proactively target specific companies and candidates. Ed and J.T. walk you through tips for narrowing down this target group strategically so that you are ensuring you get better results in your sales and sourcing activities. You can be a successful full-desk recruiter, but only if you know how to get things in gear!
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Bias in recruiting is pretty common place. Especially, with our hiring managers. We already know (and, hopefully have coached our company!), on how bias based on age, gender, sexual orientation, and race are illegal. Still, we continue to deal with managers that discriminate against candidates based on other criteria such as where they worked, what degree they majored in college, whether they even have a college degree, how much job jumping they’ve done, whether they have industry experience, and so on. As recruiters, it’s our job to coach these hiring managers on their bias and to get them to overcome it so we can keep the company open to a more diverse group of candidates. As a result, most recruiters think they are well-trained and unbiased in their own efforts. Alas, they would be wrong! The simple fact is, humans are bias. We are hardwired to make assumptions about people so we can speed up the processing of our judgement. It’s a natural instinct. Why? We are bombarded everyday with so much information that our brains must use shortcuts to help us make decisions. However, these shortcuts are the very things that create and reinforce our biases - and we don’t even know we are doing it! In this video, Ed and J.T. explain why all of us have recruiting bias and what we can do to make ourselves more aware of it. In particular, J.T. shares some free videos Facebook has made available to the public on the subject of bias. In fact, they provided training on managing bias to their entire company. If Facebook, one of the most respected and desired employers in the country is focused on this, then you know hiring bias is worthy of addressing at your company too. It’s time to put your pride aside and to explore where your hiring bias lies. You’ll be amazed at what you’ll learn and how it can take your recruiting skills to the next level!
Ever feel like the hiring managers at your company don’t respect what you do? Are you finding it hard to get candidates through your process because hiring managers aren’t making hiring a priority? Do your hiring managers act like you have a “candidate tree” in the backyard you can just pick from as needed? You are not alone. Recruiters often fail to get the trust and respect they need from the hiring managers they serve. In fact, many hiring managers don’t understand or appreciate what it takes to find top talent to fill their positions.
Consider this: do your hiring managers ever do or say the following?
- They think rescheduling interviews is easy to do.
- They never get back to you with feedback about a candidate.
- They expect you to give them 15-20 qualified candidates for every position.
- When you ask them which candidates they want you to phone screen, they say “all of them.”
- They think finding a replacement is as easy as posting a job on the internet.
- They believe candidates should be grateful for the opportunity to interview with them.